The document provides an overview of the human resource profession. It describes the key expectations of the HR function as planning, attracting, recruiting, developing, and retaining talent to ensure business objectives are met. It outlines the main pillars and functions of HR, including resourcing and talent planning, learning and development, talent management, risk and compliance management, and business partnering. Finally, it lists some common roles within the HR field, such as HR generalist, HR manager, HR business partner, and specialists in areas like compensation, training, and employee relations.

1. Overview of Human Resource Profession:
Kunbi Adeoti SHRM-SCP, GPHR, HRMP,ACIPM

2. ©SHRM 2008 2
Introduction
What is the expectation of the Human Resource Function?
To plan, attract, recruit, develop and retain the talent that will
ensure delivery of business objectives and goals, guarantee
continued and sustainable business.
Applicable to all sectors!

3. ©SHRM 2008
Plan
Acquire
Develop
Monitor
Reward
Engage
3

4. ©SHRM 2008 4
Organization
Design and
Development
Resourcing and
Talent Planning/
Talent
Acquisition
Talent
Management
Risk and
Compliance
Management
Shared
Services/
Service
Delivery
Learning and
Development
HRIS/
Analytics and
Metrics
Performance
and Rewards
Employee
Relations
Diversity
Management
Business
Partnering

5. ©SHRM 2008
•Pillars and Indicative Functions
Resourcing
and Talent
Planning/
Talent
Acquisition
Learning and
Development
Talent
Management
Risk and
Compliance
Management
Employee
Relations
Organization
Design and
Development
•Workforce plans
•Recruitment
•Selection
•Assessment
centers
•Internal
transfers
•Induction
•On Boarding
•Pipeline
Management
•Training Needs
Analysis
•Training Plans
•Skills gap
•Learning event
plan
•Leadership
training
•HIPO Selection
Process
•Competency
Development &
management
•Succession
Planning
•Talent
Assessment
•Trainee Model
Management
•Regulatory
Adherence
•HR process and
Products audit
•Tax Audit
•Pension
Adherence
•Code of
Conduct and
Ethics
Management
•Ombudsman
Process
Management
•Conflict
Management
Process (
Grievance
inclusive)
•Disciplinary
Process
•Incapacity
•Union and
Trades Dispute
Management
•Contract
Management
•Litigation
Management
• Collective
Bargaining &
Negotiations
•Organization
Assessment
•Change
Management
• Organizational
Structure
Review
• Team Building
& Bonding
• OD
interventions
5

6. ©SHRM 2008
Pillars and Indicative Functions
Business
Partnering
Diversity
Management
Performance and
Rewards
Shared Services/
Service Delivery
HRIS/ Analytics
and Metrics
•HR Strategy
•People Agenda
•Productivity
Management
•Business and
People Alignment
•Interface of
Business
Stakeholders with
HR Products and
Specialists
•Employee
Advocacy
•Change
Management
•Workplace value
Management
•Team Ratios
•Cross cultural
sensitivity
•Gender Issue
Management
• Women Initiatives
•Disability
Management
•Sexual Orientation
Management
• Appraisal Process
•Pay for
performance
•Bonuses
•Salaries
•Benefits ( Club,
Education, car etc)
•Stock options
•Recognition
Programmes
•Employee Self
Service
•Manager Self
Service
•Payroll
Management
•Leave Management
•Travel Desk
Management
• Vendor
Outsourcing &
Management
•Expatriate and
Immigration
Management
•Exit Management
•HR Metrics
•HR Technology
•HR Financials and
Budgetary
Management
•Productivity
Analytics
6

7. ©SHRM 2008
Some Roles in HR
• HR Generalist
• HR Manager
• HR Business Partner
• HR Director
• Head of HR
• HR Specialist
• Payroll Analyst
• HRIS Analyst
• Compensation and Benefit Analyst
• Talent Acquisition Specialist
• HR Risk Analyst
• HR Compliance Officer
• Talent Engagement Specialist
• Talent Development Specialist
• Training Administrator
• Training Specialist
• Training Manager
• Employee Relations Specialist
• HR Strategist
• Diversity and Inclusion Specialist 7

8. ©SHRM 2008
THANK YOU!!!!
8